Analisis Budaya Positive Psychology dalam Industri dan Organisasi
DOI:
https://doi.org/10.55123/sosmaniora.v4i2.5323Keywords:
Culture, Positive Psychology, Industry, OrganizationAbstract
Penelitian ini bertujuan untuk mengetahui gambaran cara membangun budaya positive psychology dalam industri dan organisasi. Penelitian ini merupakan penelitian kajian pustaka, dengan sumber pustaka berupa buku, artikel, dan jurnal dengan menggunakan teknik analisis isi. Positive psychology di industri/organisasi adalah aplikasi psikologi positif dalam konteks industri/organisasi. Psikologi positif memiliki tujuan untuk mendapatkan kehidupan yang baik, kehidupan yang menyenangkan, kehidupan yang bermakna (good life, pleasant life, dan meaningful) yang dikenal dengan fourishing bagi karyawan. Membangun budaya positive psychology dalam organisasi diperlukan peran leadership. Pemimpin dapat membangun psychological capital (resilience, hope optimism, dan self efficacy) agar terjadi keterlibatan di pekerjaan dan meningkatkan kinerja. Metode lain yang dapat dikembangkan adalah appreciative inquiry ditunjang dengan positive coaching dan positive sharing dan program mindful organization. Implementasi psikologi positif dalam dunia kerja menitikberatkan bagaimana organisasi membangun suatu budaya dan memberi kesempatan kepada setiap karyawan untuk merealisasikan kekuatan atau kelebihan dirinya. Karyawan yang mampu merealisasikan kekuatan dan kelebihan dirinya akan menjadi lebih produktif dan memiliki kualitas hidup yang tinggi. Hal ini akan sejalan dengan meningkatnya produktivitas organisasi.
Downloads
References
Albrecht, S.L. (2010). Handbook of Employee Engagement: Perspective, Issues, Research and Practice. UK: Edward Elgar Publishing Limited.
Butler, B.S., & Gray, P.H. (2006). Reliability, Mindfulness, and Information System. MIS Quarterly, 211-224, https://doi.org/10.2307/25148728.
Cameron, K.S. & Spreitzer, G.M. (2012). The Oxford Handbook of Positive Organization Scholarship. Oxford University Press.
Chancellor, J., Layous, K., & Lyubomirsky, S. (2015). Recalling Positive Events at Work Makes Employees Feel Happier, Move More, But Interact Less; A 6-Week Randomized Controlled Intervention at a Japanese Workplace. Journal of Happiness Studies, 16(4), 871-887, https://doi.org/10.1007/s10902-014-9538-z.
Cooperrider, D., Whitney, DD., Stavros, JM, Stavros, J. (2008). The Appreciative Inquiry Handbook: For Leaders of Change. Berrett-Koehler Publisher.
Donaldson, S. I., & Ko, I. (2020). Positive Organizational Psychology Interventions: Design, Implementation, and Evaluation. In The Oxford Handbook of Positive Psychology (3rd ed.). Oxford University Press.
French-Beatty, C. (2025). A Study of Positive Psychology in Industrial Environments. Texas Woman’s University Repository. https://twu-ir.tdl.org/server/api/core/bitstreams/a56f9854-b7db-4087-91fb-db8c92fcc9b8/content
Fisher, C.D. (2010). Happiness at Work. International Journal of Management Review, 12(4), 384-412, https://doi.org/10.1111/j.1468-2370.2009.00270.x
Good DJ, et al. (2016). Contemplating Mindfulness at Work: An Integrative Review. Journal of Management, 46(1): 114-142, DOI: 10.1177/0149206315617003.
Gracia, F.J., Tomas, I., Martinez-Corcoles, M. & Peiro, J.M. (2020). Empowering Leadership, Mindful Organizing and Safety Performance in a Nuclear Power Plant: A Multilevel Structural Equation Model. Safety Science, 123, 104542, https://doi.org/10.1016/j.ssci.2019.104542.
Hammond, SA. (2013). The Thin Book of Appreciative Inquiry. Thin Book Publishing.
Hasanein, A. M., & Ayad, T. H. (2025). Investigating the Impact of Humble Leadership on Employee Performance in Tour Operators. Journal of Posthumanism. https://posthumanism.co.uk/jp/article/view/813
Henrikson, R. (2025). Investigating psychological safety among school board directors. Educational Administration Quarterly. https://journals.sagepub.com/doi/abs/10.1177/0013161X251324505
Joy, R. (2025). The Role of Autonomy in ISP Compliance Decisions in Flexible Work Environments. IEEE Conference on Information Sciences. https://ieeexplore.ieee.org/document/10944751
Kipe, N. (2025). The Impact of Extraversion Traits on Project Managers' Well-Being and Workplace Satisfaction in Remote Work Environments. ProQuest Dissertations. https://search.proquest.com/openview/87f0bcfa3ce90e8830acea927b15d913
Kleine, A.K., Rudolph, C.W. & Zacher, H. (2019). Thriving at Work: A Meta-Analysis. Journal of Organizational Behavior, 40(9-10), 973-999.
Langer, E.J. (2005). On Becoming and Artist: Reinventing Yourself Through Mindful Creativity. Balantine Books, https://doi.org/10.1037/e542072009-031.
Lavine, M. (2014). Paradoxical Leadership and The Competing Values Framework. The Journal of Applied Behavioral Science, 50(2): 189-205, DOI: 10.1177/0021886314522510.
Levinthal, D., & Rerup, C. (2006). Crossing an Apparent Chasm: Bridging Mindful and Less-Mindful Perspectives on Organizational Learning. Organization Science, 17(4), 502-513, https://doi.org/10.1287/orsc.1060.0197.
Ludema, JD., Cooperrider, DL., Barrett, FJ. (2006). Appreciative Inquiry: The Power of The Unconditional Positive Question. Handbook of Action Research, 155-165.
Martinez-Corcoles, M. & Vogus, T.J. (2020). Mindful Organizing for Safety. Safety Science, 124, e104614-e104614, https://doi.org/10.1016/j.ssci.2020.104614.
Morgeson, F.P., & Hofmann, D.A. (1999). The Structure and Function of Collective Constructs: Implications for Multilevel Research and Theory Development. Academy of Management Review, 24(2), 249-265, https://doi.org/10.5465/amr.1999.1893935.
Page, S., Burgess, J., Davies-Abbot, I., Robert, D., Molderson, J. (2016). Transgender, Mental Health, and Older People: An Appreciative Approach Towards Working Together. Issues in Mental Health Nursing, 37(12), 903-911, https://doi.org/10.1080/01612840.2016.1233594.
Pryce-Jones, J. & Lindsay, J. (2014). What Happiness at Work is and How to Use It. Industrial and Commercial Training, 46(3), 130-134, https://doi.org/10.1108/ICT-10-2013-0072.
Renecle, M., Gracia, F.J., Tomas, I. & Peiro, J.M. (2020). Developing Mindful Organizing in Teams: A Participation Climate is Not Enough, Teams Need to Feel Safe to Challenge Their Leaders. Revista De Psicologia Del Trabajo y De Las Organizaciones, 36(3), 181-193, https://doi.org/10.5093/jwop2020a18
Rerup, C. (2009). Attentional Trinagulation: Learning from Unexpected Rare Crises. Organization Science, 20(5), 876-893, https://doi.org/10.1287/orsc.1090.0467.
Runco, M.A. (2007). Achievement Sometimes Requires Creativity. High Ability Studies, 18(1), 75-77, https://doi.org/10.1080/13598130701350791.
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1), 5–14. https://doi.org/10.1037/0003-066X.55.1.5
Simarmata, N.I.P. (2021). Psikologi Industri dan Organisasi. Riau: Dd Publishing.
Stavros, J., Hinrichs, G. (2009). Thin Book of SOAR: Building Strength-Based Strategy. Thin Book Publishing Co.
Vogus, T.J. & Sutcliffe, K.M. (2012). Organizational Mindfulness and Mindful Organizing: A Reconciliation and Path Forward. Academy of Management Learning & Education, 11(4), 722-735, https://doi.org/10.5465/amle.2011.0002c.
Waskito, J., Kuswati, R., Purnomo, D., & Achmad, N. (2025). Evaluating the dual mediating role of LMX and affective state. Current Psychology. https://link.springer.com/article/10.1007/s12144-025-07696-0
Weick, K.E., & Sutcliffe, K.M. (Eds.). (2007). Managing the Unexpected: Resilient Performance in an Age of Uncertainty (2nd ed). Jossey-Bass.
Weick, K.E., Sutcliffe, K.M. & Obstfeld, D. (1999). Organizing for High Reliability: Processess of Collective Mindfulness. Research in Organization Behavior, 21, 81-123, Elsevier Science/JAI Press.
Yoo, W. S., Park, J. K., & Back, K. J. (2025). Analysing emotional labor in the service industries: consumer and business perspectives, volume II. Frontiers in Psychology. https://www.frontiersin.org/articles/10.3389/fpsyg.2025.1600934/full
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Sri Raharjo Saptono Putro, Endang Susilowati, Isna Muhammad Fathoni
This work is licensed under a Creative Commons Attribution 4.0 International License.
